Bosses are still dating their subordinates in the #MeToo era. They're also getting fired for it.
- More than a quarter of all employees have dated someone at the office, according to a new survey. Some 27% of people have dated a superior, and 21 say they've dated a subordinate.
- Dating a co-worker or a boss is riddled with potential problems, HR experts say, including the potential for sexual harassment claims.
- In the #MeToo era, a number of executives and public figures have been fired following reports of consensual relationships with subordinates.
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The office romance is still very much a thing.
Slightly more than one out of every four people are currently in - or have been in - an office romance, according to a new survey of about 700 people by the Society for Human Resource Management.
Of those who have dated someone at work, two key figures from the report stand out - especially in the #MeToo era of increased awareness around sexual harassment, assault, and toxic workplace culture. Some 27% of people have dated a superior, and 21% have dated a subordinate, according to the report.
Dating in the workplace is riddled with potential problems for a few reasons.
"Workplace romances can lead to accusations of favoritism when the relationship is going well or allegations of harassment and retaliation if things sour or feelings aren't reciprocated," Kathy Gurchiek, the society's associate editor on global issues, wrote in the report.
Lucy Garcia, senior HR business partner at Houston-based G&A, an HR services provider, told the society that it poses an increased risk regarding claims related to sexual harassment, conflict of interest, and hostile work environments.
Slightly more than half of all workers who participated in the poll admitted to having had feelings for someone at work. But the potential issues of a boss and an employee dating go beyond the two people involved.
In a 2020 study published in the Harvard Business Review, economist and author of "#MeToo In The Corporate World," Sylvia Ann Hewlett, found that 71% of employees think a sexual relationship between an employee and a supervisor is inappropriate. Some 25% of workers reported a fallout in dedication to the team when a boss was sleeping with a subordinate. And 22% said the team lost respect altogether for the boss involved.
"Even consensual relationships, if they cross hierarchical lines, create problems both for the individuals involved and the organizations where they work," wrote Hewlett, founder of the management think tank Center for Talent Innovation
More and more, companies are paying attention to, and taking action over, mutual relationships between bosses and their subordinates. Several executives have faced consequences over consensual relationships in late 2019 and early 2020.
Alphabet's former chief lawyer, David Drummond, departed the company in January following allegations that he had relationships with subordinates, as well as the launch of a board investigation into the Google parent company's handling of sexual-misconduct claims, Business Insider previously reported.
In December, BlackRock fired executive Mark Wiseman over his failure to disclose a consensual relationship with a fellow employee. Just one month before that, McDonald's fired then-CEO Steve Easterbrook, citing his consensual relationship with an employee. In 2018, Intel's then-CEO Brian Krzanich resigned after the company found he had engaged in a relationship that violated a "non-fraternization" policy that applies to all managers. The list goes on …
To be sure, not all consensual relationships are destined to cause an uproar, nor do they always constitute a breach of company policy. Think "The Office" storyline between the soulmates Jim and Pam who found each other, at, you guessed it, the office.
But perhaps the best guidance is to proceed with extreme caution. Eharmony's first piece of advice on the issue is to find a new job before pursuing a relationship with your boss.
And be sure to know your company's policies.
"While communicating rules and expectations often falls on HR departments, these company norms can and should be discussed broadly, and often," Susan Scott, founder and CEO of consulting company Fierce Inc, said in the Society of Human Resources report.
"Creating an environment where employees feel comfortable [asking questions about] company rules is also critical."